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Cornell University The Johnson Graduate School of Management

RECRUITMENT AND SCHOLARSHIPS/FELLOWSHIPS

What programs and initiatives has your school found successful in the recruitment of minority and/or female students?

Johnson Means Business (JMB) www.johnson.cornell.edu/odi/jmb/index.htmlJMB is our diversity weekend event hosted here on Cornell campus. JMB is designed to provide minority applicants with a glimpse into the MBAexperience at Cornell University, introducing you to our faculty and students as well as our curriculum and quality of life.

There are three key attributes that distinguish the Johnson School from our peer business schools:

• Our Cornell connections provide access to a depth and breadth of distinguished research and teaching and a vast, worldwide network ofalumni, faculty and colleagues.

• Our performance learning approach sets us apart; our students use defined frameworks and analytical tools, combined with plentifulexpert feedback, to solve real problems in real organizations.

• In our intense, collaborative community, students experience concentrated teamwork and networking that fosters innovation, deliversresults and builds their confidence to take appropriate risks.

If selected to attend Johnson Means Business, you will be housed with current MBA students and have the benefit of knowing firsthand whether theseattributes and other facets of the Johnson School add up to what you are looking for in an MBA experience.

Women in Businesswww.johnson.cornell.edu/odi/women.htmlThe population at our nation’s top-25 business schools remains predominantly male. According to BusinessWeek’s 2003 Report on the Best B-Schools, women made up 28 percent of the total graduating class from the top-30 business schools in 2003, nearly the same percentage as 1988.While our two-year MBA program currently comprises 28 percent women in the class of 2009 and 36 percent in the class of 2010, the Johnson Schoolrecognizes a need to move forward. Fast.

The Johnson School’s programs in support of women in business include our partnerships with the Forté Foundation and The Consortium to reachmore prospective women and encourage them to apply to business school; Mosaic Welcome Picnic for new and returning students; and our Women’sPower Lunch series for current students to network with each other, female faculty and prominent alumnae.

We also partner with student clubs and organizations such as the Johnson School Women’s Management Council and undergraduate student clubs atCornell’s College of Engineering and nearby Ithaca College to hold events and reach out to prospective students.

Minorities in Businesswww.johnson.cornell.edu/odi/minorities.htmlMinority students include those who are U.S. citizens and have African, Hispanic, Native or Asian-American heritage. It is important to understandthat these groups have a history of being underrepresented in positions of influence in our country. Some day it will not be necessary, as a matter offact it may be absurd, to identify individual citizens by ethnic heritage. Until that day arrives, these are the measures we use.

The Johnson School programs supporting minorities in business include our partnerships with the MBA Diversity Alliance (MBADA) and ManagementLeadership for Tomorrow (MLT) to reach prospective minority students and encourage them to apply to business school; Leadership, Education andDevelopment (LEAD) summer business institute for high school minority students; Johnson Means Business annual minority recruiting weekend; andMinority Welcome Picnic for new and returning students to network with each other, faculty and staff.

We also work with student clubs and organizations such as the Black Graduate Business Association (BGBA), Hispanic American Business LeadersAssociation (HABLA), Out for Business (O4B) and the Women’s Management Council (WMC) to provide support for members and events.

The organizations with which the Johnson School partners to recruit prospective women and minority students are detailed here.

CDG Perspectiveswww.cdgperspectives.comJohnson is a partner with CDG Perspectives, “a boutique human capital management consulting firm serving institutions and individualsfocused on improving the manner in which talented diversity candidates are sourced, recruited and retained in the corporate sector.” CDGsponsors a graduate diversity forum, which is a two-day event that focuses on expanding the pool of graduate level, women and diversitycandidates interested in and prepared to pursue a career in a variety of industries in the private and public sectors. The 2008 graduate

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diversity forum offered sessions focused on several industries including: financial services, consumer products and socialentrepreneurship/nonprofit.

Forté Foundationwww.fortefoundation.orgForté Foundation is a consortium of major corporations, top business schools and influential nonprofit organizations that, in only three years,has become a powerful change agent in educating and directing talented women toward leadership roles in business. Forté’s mission is tosubstantially increase the number of women in business by increasing the flow of women into key educational gateways and businessnetworks.

Management Leadership for Tomorrow (MLT) www.ml4t.org/mbapA national nonprofit organization, MLT has made groundbreaking progress to correct the dramatic underrepresentation of minorities inleadership positions. MLT works to increase the number of minorities in institutions that develop talent, such as first-tier business schoolsand high-profile companies. Today, MLT is the No. 1 source of minority students for the top-10 MBA programs.

Robert Toigo Foundationwww.toigofoundation.orgRobert Toigo Foundation provides scholarships, develops and promotes the brightest minority students to be leaders in the financial industry.The Johnson School is proud of the many Toigo Fellows in our student and alumni ranks.

PhD Project www.phdproject.orgThe PhD Project is an initiative designed to increase the diversity of business school faculty by supporting Native Americans, Hispanic-Americans and African-Americans in business doctoral programs.

The Consortium www.cgsm.orgThe Consortium for Graduate Study in Management is the country’s pre-eminent organization for promoting diversity and inclusion inAmerican business. The Johnson is the most recent member of the Consortium, bringing the number of participating institutions to 15.Through an annual competition, The Consortium awards merit-based, full-tuition fellowships to America’s best and brightest candidates forbusiness school. In conjunction with our member schools, sponsoring companies and our elite group of MBA students and alumni, TheConsortium has built a 40-year legacy of fostering inclusion and changing the ethnic and cultural face of American business. Job placement,mentoring, professional development and mentoring are other key aspects of membership.

In addition, the Johnson School works with other organizations to recruit minority and female students, such as:

National Society of Hispanic MBAs (NSHMBA)According to its website, NSHMBA, “widely known as the ‘premier Hispanic organization,’ serves 32 chapters and 7,000 members in theUnited States and Puerto Rico. It exists to foster Hispanic leadership through graduate management education and professionaldevelopment. NSHMBA works to prepare Hispanics for leadership positions throughout the United States, so that they can provide thecultural awareness and sensitivity vital in the management of the nation’s diverse work force.”

National Black MBA Association (NBMBAA)Says the website, “As a professional membership organization of Black graduates with MBAs, advanced degrees and entrepreneurs, we willincrease the number as well as the diversity of successful Blacks in the business community by:

• Providing innovative programs to stimulate their intellectual and economic growth;• Building partnerships with key stakeholders who help facilitate this growth;• Increasing awareness and facilitating access to graduate management education programs and career opportunities in management

fields.

“Established in 1970, the National Black MBA Association is dedicated to develop partnerships that result in the creation of intellectual andeconomic wealth in the Black community. In partnership with over 400 of the country’s top business organizations, the association hasinroads into a wide range of industries as well as the public and private sector. Yet all of NBMBAA’s partners have one thing in common:They are all committed to the organization’s goals and values.”

Vault/CGSM Guide to Business School Diversity, 2010 Edition

Cornell University (Johnson)

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Please describe any scholarship and/or fellowship opportunities for minority and/or female students attending your school.

Name of fellowship program: The Forté FellowshipDeadline for application: With application for admissionFellowship award amount: VariesWebsite or other contact information: www.fortefoundation.org

Each year, Forté Scholars are selected based on exemplary leadership and achievement. Forté Scholars participate fully in the Forté Scholarsprograms. In 2008, the Johnson School named 10 Forté Scholars. For more information on scholar benefits, please visit www.fortefoundation.org.No separate application is required.

Name of fellowship program: Robert Toigo Foundation FellowshipDeadline for application: April 3rdFellowship award amount: $5,000 per year of studyWebsite or other contact information: www.toigofoundation.org

This fellowship is for students entering accredited, two-year, full-time MBA programs. Students in their second year of business school who wereunable to apply for the fellowship prior to business school, but who want the opportunity to affiliate with Toigo prior to graduation may also apply.Applicants may also be pursuing a joint-degree program directly tied to the field of finance. To be eligible, applicants must be a U.S. citizen or apermanent resident and a minority, as defined by the U.S. Department of Labor (i.e., African-American, Asian-American/Pacific Islander, Latino, NativeAmerican/Alaska Native and/or South Asian-American). Applicants must be planning a career in financial services after graduation including, but notlimited to investment management, investment banking, corporate finance (non-investment banking), real estate, private equity, venture capital, salesand trading, research or financial services consulting. To apply, complete the online application form and pay the application fee.

Name of fellowship program: Credit Suisse MBA Fellowship ProgramDeadline for application: FallFellowship award amount: One-year full tuitionWebsite or other contact information: www.bus.umich.edu/myimpact/studentlife/cm00399b_flyer_021308.pdf

Credit Suisse is excited to offer an opportunity for a one-year, full-tuition fellowship and summer internship, along with a possible second-yearfellowship, to outstanding MBA students from traditionally underrepresented backgrounds. Eligible candidates must have been admitted to a full-timeMBA program at one of the eligible institutions in fall 2008. They must also demonstrate a strong interest in pursuing a career in the investmentbanking industry.

Name of scholarship program: National Society of Hispanic MBAs Scholarship ProgramDeadline for application: April 30thScholarship award amount: Varies; $5,000 to $10,000Website or other contact information: www.nshmba.org/financial-assist/schol_home.asp

From the NSHMBA website, “The National Society of Hispanic MBAs, which exists ‘to foster Hispanic leadership through graduate managementeducation and professional development,’ has established a scholarship program to assist qualified Hispanics to pursue MBAs. Scholarships areoffered each year for full- and part-time study at an accredited (AACSB) institution of the student’s choice.”

Name of scholarship program: NBMBAA MBA Scholarship ProgramDeadline for application: April 21stScholarship award amount: Up to $15,000Website or other contact information: www.nbmbaa.org/index.aspx?pageid=790

From the NBMBAA website, “The NBMBAA MBA Scholarship Program identifies students who have demonstrated potential to make significantcontributions in the field of business in the public and private sectors. Applicants must demonstrate academic excellence, exceptional leadershippotential and be actively involved in their local communities through service to others.

“[In addition to the funding,] each year a minimum of 25 students receive: ... NBMBAA membership; round-trip airfare and housing to the annualconference and exposition; complimentary conference registration; and special VIP access to receptions and events at the conference.”

PROMINENT ALUMNI/FACULTY

Please provide information about prominent minority faculty members at your school.

Roni Michaely, Rudd Family Professor of Management and professor of financeProfessor Michaely’s research interests are in the area of corporate finance, capital markets and valuation. His current research focuses on conflict ofinterest in the capital markets, corporations’ payout policy and the pricing and optimal trading mechanisms of IPOs.



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He has published numerous works (several of which received best-paper awards) in refereed journals such as the Review of Financial Studies, Journalof Finance, Journal of Business and Journal of Financial and Quantitative Analysis. His research has been also frequently featured in The Wall StreetJournal, The New York Times, The Economist, Investor’s Business Daily, San Francisco Chronicle, BusinessWeek, Forbes, Barron’s, Money, Reutersand Worth, among others.

A 1999-2000 Whitcomb Fellow who received the Johnson School Award for Exceptional Research for 2001-2002, Professor Michaely has receivedseveral awards and honors for his research. Recent awards include the 2000 Journal of Finance Smith Breeden Prize for distinguished paper, the2000 Western Finance Association Award for the best paper on capital formation, the Review of Financial Studies 1999 Barclays GlobalInvestors/Michael Brennan Runner-up Award, the 1999 Western Finance Association Award for the best paper, 1996 Quantitative Alliance Group Prizefor best paper and the 1996 Western Finance Association Award for best paper on investments.

Professor Michaely was appointed to director of the Israel Securities Authority (ISA) in January 1998. He currently also serves as an associate editorfor the Review of Financial Studies.

Srinagesh Gavirneni, Clifford H. Whitcomb Faculty Fellow and assistant professor of operations managementProfessor Gavirneni’s research interests are in the areas of supply chain management, inventory control, production scheduling, simulation andoptimization. His papers have appeared in Management Science, Manufacturing & Service Operations Management, European Journal of OperationalResearch, Operations Research Letters, IIE Transactions, Interfaces and IEEE Transactions on Reliability.

Previously, Professor Gavirneni was an assistant professor at the Kelley School of Business at Indiana University. Before that he was the chief algorithmdesign engineer of SmartOps, a software architect at Maxager Technology, Inc., and a research scientist with Schlumberger. His undergraduate degreefrom IIT-Madras is in mechanical engineering and he has received master’s degrees from Iowa State University and Carnegie Mellon University.

Ming Huang, professor of financeProfessor Huang’s research interests range broadly: While his work in recent years has focused mainly on behavioral finance and in particular, theapplications of cognitive psychology to understanding the pricing of financial assets, he has also worked on credit risk and derivatives, on the effectsof illiquidity on asset prices and on the application of auction theory to takeovers. He has published in the Journal of Political Economy, the QuarterlyJournal of Economics, the American Economic Review, the Journal of Economic Theory and the Journal of Finance, and has won awards for bothresearch and teaching.

Prior to coming to the Johnson School, Professor Huang taught at the Stanford University Graduate School of Business and at the Graduate School ofBusiness at the University of Chicago. He currently serves as an associate editor for the American Economic Review.

Please provide information about prominent minority alumni from your school.

Tejpreet Singh “T.P.” Chopra, MBA 1996, president and chief executive officer, GE IndiaTejpreet Singh Chopra was appointed president and CEO of GE India, effective June 2007. In his new role, he is responsible for the strategic andoverall leadership of all GE businesses in India.

Since joining GE in 1996, Chopra has held positions in marketing, structured finance and risk management, in Stamford, Conn., and in Hong Kong,for GE Commercial Aviation Services (GECAS), the commercial aircraft leasing and financing unit of GE. Beginning in 2005, he served as senior vicepresident and country head for GECAS India, opening the GECAS office in Delhi, and in that capacity arranged for more than $1 billion in financingfor India’s growing airline industry. In May 2006 he was named president and CEO of GE Commercial Finance, India.

In addition to his Johnson School MBA, Chopra earned a degree in economics at St. Stephen’s College, Delhi University. He has held various businessroles in France, England, Hong Kong, India and the United States.

Kyung-Bae Suh, MBA 1987, president and chief executive officer, AmorePacific Corp.As head of AmorePacific, one of the world’s top-30 cosmetics manufacturing firms, Kyung-Bae Suh has led his company to sustained growth, with aunique corporate philosophy. Under its tenet of “Conscious Capitalism,” AmorePacific has committed to growth based on ecofriendly, transparentmanagement. The Seoul-based firm markets 10 cosmetic brands, five personal-care brands and two health brands, including, Kerotop, an arthritistreatment in band-aid form. AmorePacific enjoyed revenue equivalent to $1.4 billion in 2005.

Please provide information about prominent female faculty members at your school.

Elizabeth A. Mannix, Ann Whitney Olin Professor of Management, director of the institute for the social sciences and vice provost for equity andinclusionProfessor Mannix’s research and teaching interests include effective performance in managerial teams, diversity in organizations and teams, powerand alliances, negotiation and conflict and organizational change and renewal. Recently, she has been studying the effects of informal power in teams,and the multifaceted effects of diversity on performance in organizational groups.

Professor Mannix’s work has been published in journals such as Administrative Science Quarterly, Psychological Science in the Public Interest,Organizational Behavior and Human Decision Processes, Journal of Experimental Social Psychology, Journal of Personality and Social Psychology,



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Journal of Applied Psychology and the Academy of Management Journal. She is the coeditor of the book series Research on Managing Groups andTeams, now in its 10th volume.

Professor Mannix is also the director of the Institute for the Social Sciences, established in 2004 to promote interdisciplinary research among socialscientists at Cornell and to increase the university’s prominence in the social sciences. She is also the winner of the inaugural EMBA Globe Award forExcellence in teaching.

Maureen O’Hara, Robert W. Purcell Professor of Management and professor of financeProfessor O’Hara’s research focuses on issues in market microstructure and she is the author of Market Microstructure Theory (Blackwell, 1995) aswell as numerous journal articles. Her most recent research has focused on the role of underwriters in the aftermarket trading of IPOs, the impact oftransparency on trading system performance, listing and delisting issues in securities markets, designing markets for developing markets and the roleof liquidity and information risk in asset pricing. In addition, Dr. O’Hara publishes widely on a broad range of topics including banking and financialintermediaries, law and finance and experimental economics.

Professor O’Hara is the executive editor of the Review of Financial Studies. She has served as president of the Western Finance Association and thefirst female president of the American Finance Association. She is on the board of directors of Investment Technology Group, Inc. (ITG), an agencybrokerage firm, where she serves as lead director and chair of the compensation committee. Professor O’Hara is also chairwoman of the board ofCatholic Charities of the Diocese of Rochester. She has consulted for a number of companies and organizations, including Microsoft, Merrill Lynch,Credit Suisse First Boston, the New York Stock Exchange, Bristol-Meyers Squibb and the World Federation of Exchanges.

Professor O’Hara joined the faculty at Cornell in 1979. She has held visiting faculty appointments at UCLA, the London Business School, the Universityof New South Wales, the Hong Kong University of Science and Technology and Cambridge University. She earned her BS in economics from theUniversity of Illinois and her MS in economics and PhD in finance from Northwestern University.

Please provide information about prominent alumnae from your school.

Irene Rosenfeld, PhD 1980, chief executive officer, Kraft FoodsIrene Rosenfeld was named No. 5 on Fortune magazine’s list of 50 Most Powerful Women in Business in 2006 and 2007, and dubbed a “shrewd, no-nonsense marketing genius” with “legendary marketing know-how” by Forbes. She has been chief executive officer of Kraft Foods since June 2006.She assumed the additional post of chairwoman in March 2007, following Altria Group’s spin-off of Kraft.

Ms. Rosenfeld is a 26-year veteran of the food and beverage industry and has a long history of bringing a consumer focus and innovation to buildingbusinesses. She began her career at Dancer Fitzgerald Sample advertising agency in New York and later joined General Foods in consumer research.Over the years, she advanced in a variety of leadership roles at Kraft. Among her many accomplishments, she led the restructuring and turnaroundof key businesses in the United States, Canada and Mexico and the highly successful integration of the Nabisco acquisition. Ms. Rosenfeld also servedon the senior team that led Kraft’s initial public offering in 2001.

In 2004, Ms. Rosenfeld was appointed chairwoman and chief executive officer of Frito-Lay, a division of PepsiCo, where she led her organization toaccelerated growth in better-for-you products and developed a pipeline of health and wellness offerings. She is active in a number of industry andcommunity organizations, including The Economic Club of Chicago. She also serves on the board of directors for the Grocery ManufacturersAssociation and the Cornell University board of trustees.

Mary Meeker, MBA, managing director, Morgan Stanley Dean WitterMary Meeker has rocketed to the top, thanks in part to the great American bull run of the internet. When many industry heavyweights were doubtfulof its potential, 40-year-old Meeker predicted the exponential growth of the internet and e-commerce as an analyst at Morgan Stanley.

Alternately known as Oracle of the Net or Bloody Mary, depending on which way internet stocks go, she is credited with having helped create some ofthe largest internet companies during their stock value explosions, including America Online in 1993 and Netscape in 1995. She accurately forecastedtrends and picked at least eight companies whose value rose by 1,000 percent.

Ms. Meeker joined Morgan Stanley in 1991, where for a period she was the sole computer stock analyst. With more than 26 IPOs under her belt bythe end of last year, including those for priceline.com, Intuit and Netscape, she has helped propel Morgan Stanley to become one of the biggest internetIPO underwriters in the market. More than $100 million in underwriting fees at Morgan Stanley are attributed to Ms. Meeker. Morgan Stanley hadjoined the Big Three in IPOs, behind only Goldman Sachs and Credit Suisse First Boston, according to Thomson Financial Securities Data. Shereceived an MBA in finance from Cornell and worked for Smith Barney before going to Morgan Stanley. As of 2006, Ms. Meeker is a managing directorat Morgan Stanley, serving as leader of the investment bank’s global technology research team with a particular focus on the 21st century internet boomin China (in 2004, Morgan Stanley published Ms. Meeker’s “China Internet Report”).

Nell Cady-Kruse, MBA 1985, managing director, head of risk Asia, Credit SuisseNell Cady-Kruse is a managing director of Credit Suisse, based in Hong Kong. She is the head of risk for the Asia Pacific region, with over 20 yearsof investment banking experience in both the United States and Europe. She has held a number of senior management roles across the financialservices arena and she received her MBA from the Cornell University Johnson Graduate School of Management. She received her BS with honors inagricultural economics from Cornell University.



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CURRICULUM AND RESEARCH

Please provide information on any classes and concentrations that focus on issues related to women or minorities.

NBA 6030: Sustainable Global Enterprise (SGE immersion)

NBA 5240: Macroeconomics and International Trade (economics management or international management)Ori Heffetz, (f) PhD, Princeton University, assistant professor of economicsIwan J. Aziz, (s) PhD, Cornell University, professor of economics

NBA 6180: Global Innovation and Technology Commercialization (entrepreneurship management)Wesley Sine, PhD, Cornell University, assistant professor of management and organizations

NBA 5540: International Finance (finance management)Warren B. Bailey, PhD, University of California, Los Angeles, associate professor of finance

NBA 5480: International Political Risk Management (international management)Elena Iankova, PhD, Cornell University, lecturer in international business

NBA 5800: Strategies for Global Competitiveness (international management)Alan K. McAdams, PhD, Stanford University, professor of managerial economics

NBA 5840: International Competitive Strategy (international management elective)

NBA 5870: International Mergers and Acquisitions (international management)

NBA 5890: International Management (international management)Gary Katzenstein, PhD, Carnegie Mellon University, senior lecturer in global business and management and organizations

NBA 5900: Business in Transition Economics (international management)

NBA 5920: Experience in International Management (international management)Gary Katzenstein, PhD, Carnegie Mellon University, senior lecturer in global business and management and organizations

NBA 5930: International Entrepreneurship (international management)

NBA 5940: Asian Business (international management)Gary Katzenstein, PhD, Carnegie Mellon University, senior lecturer in global business and management and organizations

NBA 5990: Business in the European Union (international management)Elena Iankova, PhD, Cornell University, lecturer in international business

NBA 6250: International Marketing (international management)

NBA 6710: Business Ethics (management and organizations)

NMI 5100: Multicultural Work Environments (NMI and NRE research and advanced studies)Charlotte Rosen, PhD, Cornell University, senior lecturer and coordinator of management and communicationsBarbara E. Mink, MA, Cornell University, senior lecturer, management communications

Please describe any faculty and/or student research projects that focus on diversity, multiculturalism and minority issues.

For three years, the Parks Fellows Program has led a Dividends Through Diversity/Dialogue program aimed at providing current business students withenhanced multicultural competency.

Professor Elizabeth Mannix’s research interests include effective performance in managerial teams, diversity in organizations and teams, power andalliances, negotiation and conflict and organizational change and renewal. Her published work includes:

Neale, M., Mannix, E. and Chen, Y. (Eds.). (2006). Research on Managing Groups and Teams: International & Cross-Cultural Teams, vol 9.Oxford, U.K.: Elsevier Science Press.

Mannix, E. and Neale, M. (2005). “What Differences Make a Difference? The Promise and Reality of Diverse Teams in Organizations.”Psychological Science in the Public Interest, 6(2), 31 to 55.

Version reprinted in Scientific American, August, 2006, 32 to 40.



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Phillips, K., Mannix, E.A., Neale, M. and Gruenfeld, D. (2004). “Diverse groups and information sharing: The effects of congruent ties,”Journal of Experimental Social Psychology, 40, 497 to 510.

Brockner, J., Chen, Y., Mannix, E., Leung, K. and Skarlicki, D. (2000). “The moderating influence of cultural differences in self-construal onthe interactive relationship between outcome favorability and procedural fairness,” Administrative Science Quarterly, 45 (1), 138 to 159.

Reprinted in: Cooper, C.L. and Starbuck, W. H. (2005). Work: Contexts and Consequences. London: Sage Publications.

Goins, S. and Mannix, E. (1999). “Self-Selection and its Impact on Team Diversity and Performance,” Performance Improvement Quarterly,12 (1), 127 to 147.

Professor Sandra E. Spataro is a Clifford H. Whitcomb Faculty Fellow. Her research examines the influences of the market environment, thedemographic composition of the organization, and an organization’s formal and informal social structures on individuals’ work experiences. Her mostcurrent work focuses on the formation of informal status hierarchies in organizations and status differences, among co-workers, that are associatedwith demographic diversity. Her published articles and presentations include:

Chatman, J., Boisnier, A., Berdahl, J., Spataro, S. and Anderson, C. (In press). “The typical, the rare, and the outnumbered: Disentanglingthe effects of numerical distinctiveness and sex-stereotyped tasks on individuals’ perceptions of category salience and performance ingroups,” Organizational Behavior and Human Decision Processes.

Spataro, S.E. 2005. “Diversity in context: How organizational culture shapes reactions to workers with disabilities and others who aredemographically different,” Behavioral Sciences and the Law, 23: 21 to 38.

Spataro, S.E. 2003. “When Differences Do (and Do Not) Make a Difference: How Individual Identities Influence Reactions to Diversity.” InM. Neale, E. Mannix, and J. Polzer, Eds., Research on Managing Groups and Teams, Volume 5, Identity Issues in Groups, pp. 1 to 26. Oxford,U.K.: Elsevier Science Ltd.

Spataro, S.E. “Venus and Mars: Gender Dynamics in Organizations.” Session Discussant, Academy of Management Meetings, 2007,Philadelphia, Pa.

Spataro, S.E. “Diversity in Organizations,” Symposium Discussant, Academy of Management Meetings, 2006, Atlanta, Ga.

Spataro, S.E. “Cultures of Diversity: How Organizational Value Systems Affect Reactions to Demographic Diversity.” Academy ofManagement Meetings, 2004, New Orleans, La.

Spataro, S.E. “A Re-examination of the Double-Edged Sword: Attaining the Value of Diversity.” Symposium Discussant, Academy ofManagement Meetings, 2004, New Orleans, La.

Spataro, S.E. “Achieving Democracy in a Knowledge Economy: Minority Voice in Organizational Groups.” Symposium Panelist, Academy ofManagement Meetings, 2003, Seattle, Wash.

Spataro, S.E. “Cultures of Diversity: Promoting Successful Integration in Diverse Organizations.” Corporate Culture and Disability Symposiumhosted by Merrill Lynch and cosponsored by Rehabilitation Research and Training Center (RRTC) on Workforce Investment and Employment.

Spataro, S.E. “Policy for Persons with Disabilities,” at the Law, Health Policy & Disability Center, University of Iowa College of Law. Invitedspeaker and discussion moderator. June, 2003.

Pamela L. Stepp is a visiting senior lecturer of management and organizations. Her research on gender differences of male and female leaders, leadersof color and sexual harassment has created knowledge to break barriers and teach professional men and women how to be inclusive leaders in adiverse work force. As a faculty member in the communication department at Cornell for many years she conducted seminars for working professionalson transformational leadership development, visioning, gender-responsible leadership, effective business meetings, sexual harassment and powerfultalk. She has earned numerous awards and honors for her research. Her published articles and presentations include:

Stepp, P.L. and Gardner, B. (2001). “How well are we doing: Has the sexual harassment policy in CEDA debate worked?” ContemporaryArgumentation and Debate, 22, 22 to 40.

Stepp, P.L. (January 2001). “Sexual harassment in communication extracurricular activities: Intercollegiate debate and individual events,”Communication Education, 50(1). 34 to 50.

Stepp, P. (1997, Spring). “Can we make intercollegiate debate more diverse?” Argumentation and Advocacy, 33 (4), 176 to 191.

Stepp, P. (1999, November). “Women University Presidents Perceive Communication as Most Important For The Presidency.” Paperpresented at NCA Conference, Chicago, Ill.



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Stepp, P. (1998, November). “Effective diverse leaders in a dominant white masculine organizational culture: Transformational ortransactional?” Paper presented at NCA Conference, New York, N.Y.

Stepp, P. (1993, November). “A feminist or valuing diversity judging paradigm for CEDA debate.” Paper presented at the meeting of theSpeech Communication Association, Miami, Fla.

Stepp, P. (1992). “Race and gender demographics in CEDA debate.” Paper presented at National CEDA Tournament, Arlington, Texas.

Please describe any symposiums or special lectures that focus on diversity and minority issues organized and/or sponsored by your school.

Women’s Power LunchesThe power lunches are monthly talks over lunch led by top female CEO or senior management. The events are cosponsored by Women’s ManagementCouncil and the office of diversity and inclusion.

Black Graduate Student Association SymposiumBlack Graduate Student Association hosts an annual symposium focused on Black leadership within business arena.

ORGANIZATIONS AND STUDENT LIFE

Please provide information on your school diversity student and alumni organizations.

Asia Business AssociationThe mission of the club is to help Johnson School students participate in the business growth of Asia, build the Johnson brand in Asia, foster friendshipamong Johnson students, while disseminating information about the culture and people of Asia to the Johnson School community and introduce careeropportunities in Asia and the United States.

Black Graduate Business Association (BGBA)The BGBA’s mission is to build bonds with Johnson School alumni, potential employers and other Black MBA candidates in order to advance therecruitment of qualified Black students and faculty to the Johnson School, promote professional development of its members and positively impact thegreater community.

Hispanic-American Business Leaders Association (HABLA)The Latino population is now the largest ethnic minority group in the United States according to the 2000 U.S. Census, representing 13.2 percent ofthe total population and increasing by 57 percent over the past decade. This explosive growth has generated buzz about how this demographic shiftwill impact the future of business, the workplace, politics, education and our communities. These developments prompted the founders of HABLA togenerate awareness and create dialogue about the need to develop leaders that understand our unique experience as Americans of Hispanic descent.

Jewish Business Association (JBA)JBA will host several activities throughout the year to discuss the role of Judaism and its coexistence in today’s business world. Events include dinners,cocktail hours and guest speakers.

Johnson Japan Club (JJC)JJC strives to develop an open network to help deepen the understanding of the Japanese economy, business, culture, job market, language andgenuine cuisine. Members benefit by participating in presentations, cultural events and job search sessions. Come along to explore with us.

Korean Business AssociationKorean Business Association is a student organization at Cornell’s Johnson School committed to strengthening awareness and understanding of Koreanculture throughout the Johnson community and strengthening awareness and understanding of Johnson School in Korea.

Latin American Business Association (LABA)LABA’s purpose is to promote relationships between MBA and PhD students interested in Latin America with university alumni, prospective students,business organizations, governments and media. The club’s function and purposes are educational, professional and social.

Middle Eastern Club (MEC)The Johnson School Middle Eastern Club aims to provide the Johnson School community with an opportunity to experience the culture and to learnabout business practices and opportunities in the Middle East region.

Out for BusinessOut for Business, the gay and lesbian business student club at the Johnson School, exists to foster a positive environment and build a professionalnetwork for our members. We facilitate networking between existing students and alumni, with students at other business schools and withprofessionals in the GLBT community at large.



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South Asian Business ClubThe South Asian Business Club facilitates stronger ties between the Johnson School community and the global South Asian business community,including regional government, nonprofit organizations, academia and media, while facilitating cultural understanding within a business-specificcontext.

Veterans ClubThe Johnson School at Cornell University has a long tradition of valuing the experiences of military veterans. Johnson Veterans is one of the mostdynamic organizations at the Johnson School. We reach out to prospective students who are veterans and veterans throughout the Cornell University,Ithaca, New York communities. Specifically, Johnson veterans are devoted to: supporting military veterans at the Johnson School, educating thecommunity on veteran issues, leading Johnson veteran recruiting efforts, mentoring new Johnson School veterans, establishing a network of Johnsonveterans.

Women’s Management Council (WMC)The WMC sponsors efforts to increase the enrollment of women within the Johnson School, influences the environment around us to promote andsupport women in business, provides a structure for connecting with present and future women leaders, and supports the diverse professional andpersonal aspirations of women within our community.

Please also provide information on any programs, including on-campus and universitywide programs in which MBA students participate that focus onissues related to women or minorities.

Latino studies program: graduate minor in Latino studieslatino.lsp.cornell.eduThe Latino studies program at Cornell offers Latino studies as a minor field in graduate studies. Graduate students select a faculty member from thefield of Latino studies to serve as a minor member on their special committee. Faculty expertise spans multiple fields, including anthropology, history,literature, law, sociology, government, education, planning and human development, enabling students to develop programs that meet their specificinterests.

LSP offers extensive programming and leadership opportunities during the school year.

Africana Studies and Research Centerasrc.cornell.eduAfricana studies is a tradition of intellectual inquiry and study of African peoples. Using a transdisciplinarian approach, Africana scholars documentthe global migrations and reconstruction of African peoples, as well as patterns of linkages to the African continent (and among the peoples of theAfrican Diaspora).

Having perhaps the most international faculty on the Cornell campus, all professors represent the three regions of the African diaspora: Africa, AfricanAmerica, and African Caribbean—the three foci of Africana Studies. In addition to the faculty, the Africana Studies and Research Center comprisesnationally and internationally recognized scholars and educators; socially conscious intellectuals; and students representing each of Cornell’sundergraduate and graduate schools and colleges.

The John Henrik Clarke Africana Library, located at the center, provides a specialized collection concentrating on the social, economic and politicaldimensions of the history and cultures of peoples of African descent. It includes books, collections of works by important writers and highly selectiveresearch materials in various media. The Africana Library houses more than 17,000 volumes and continues to grow.

Spring 2009 events:

Spring 2009 ColloquiumSpring 2009 Black Authors/New Book SeriesSpring 2009 Academic Freedom Conference

Previous events:

Fall 2008 Colloquium Fall 2008 Black Authors/New Book SeriesFall 2008 Race and the U.S. Presidency2008 Colloquium Seris2008 Black Authors/New Book Series2008 Darfur/Ethiopia Conference2007 Symposium: Celebrating Ghana’s Independance (1957) Angela Davis Public Lecture, September 2007



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American Indian programwww.aip.cornell.eduMission: The American Indian program strives to develop new generations of educated Native and non-Native peoples who will contemplate, study andcontribute to the building of Nation and community in Native America.

Goals:

1. Develop recruitment and retention practices to enable Native American students to complete their academic programs at Cornell.

2. Provide a challenging curriculum for undergraduate and graduate students in Native American studies that encompasses a variety ofdisciplines, utilizes university resources and reflects an accurate portrayal of indigenous peoples within historical, social and contemporaryarenas.

3. Build the intellectual foundation for the resurgence of native community and nation through rigorous scholarship and research.

4. Develop an outreach program that facilitates the learning environment through a comprehensive dialogue grounded in Indigenous culture.

We offer many events such as seminars and social and cultural activities (including the annual powwow) throughout the academic year, as well asduring the summer.

AIP Hosts Preparatory Gathering for UN Permanent Forum on Indigenous Issues (UNPFII) and Presents an Evening Discussion for AISStudentsOn Saturday, March 7th at Akwe:kon, the AIP had the honor of hosting a roundtable of 18 Haudenosaunee women from various nations ofthe Haudenosaunee in the United States and Canada. The roundtable discussion focused on violence against indigenous women and thepossible remedies to the violence, and will inform a report to the eighth session of the UNPFII, which will take place at U.N. headquartersin New York from May 18 to 29, 2009.

Program houses at Cornellwww.news.cornell.edu/stories/may07/program.houses.htmlAkwe:kon and Ujamaa are two of Cornell’s nine program houses, designed for students who share an interest in topics like music, ecology or theperforming arts. (The seven other program houses are: the Latino Living Center (LLC), Ecology House, the Holland International Living Center, JustAbout Music, the Language House Program, the Multicultural Living Learning Unit and Risley Residential College for the Creative and Performing Arts.)The residences are relatively small (35 to 190 spaces), but they also offer out-of-house membership for students who live elsewhere but want to takepart. Graduate students actively participate within residence life or via programming.

CAREER OPPORTUNITIES

Please describe any diversity recruiting events for employers recruiting minority and/or female students at or near your school.

The Johnson School is a member of the Forté Foundation, as well as a sponsor of both the National Black MBA Association and the National Societyof Hispanic MBAs. The school also works closely with the student diversity clubs on campus to provide networking and other career informationresources and events.

Forté Foundation eventsAs a member school of the Forté Foundation, an organization of top business schools and corporations whose mission is to increase the number ofwomen in business, we work actively to encourage women to seek careers in business. Forté Forums provide Johnson School students with informationabout the corporate female experience, in addition to a standard job fair atmosphere.

National Society of Hispanic MBA (NSHMBA) annual conferenceNSHMBA’s mission is to foster Hispanic leadership through graduate management education and professional development in order to improve society.Current Johnson School students, members of our office and the career management center will be traveling to this conference.

National Black MBA Association (NBMBAA) annual conference2008 marks the 30th Annual Conference and Exposition in Washington, D.C. Explore the new interactive learning experiences, development offerings,enhanced career fair and expanded networking events.

Reaching Out MBA conferenceJoin us in San Francisco for the 10th anniversary Reaching Out conference as we connect, build and achieve. There will be Johnson Schoolrepresentation in attendance and we hope to see you there!



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STRATEGIC PLAN AND LEADERSHIP

Please provide your school’s diversity mission statement.

Cornell University was conceived by its founders in 1865 as a university where “any person” could find instruction in “any study.” The Johnson Schoolembodies this 141-year-old vision of inclusiveness in several ways:

• The Johnson School was the first top-tier business school to create an office dedicated to increasing diversity and promoting inclusivenessamong its student body.

• The school’s five-year plan identifies increasing diversity at the school and in the business community as one of its five major objectives.

• The office of diversity and inclusion, staffed by dedicated professionals, exists to execute the school’s goals and visions for a more diversebusiness community nationwide.

Initiative III: Lead in diversity and inclusionBusiness is, at its very core, a human endeavor. In the tradition of Ezra Cornell, the Johnson School must lead the 21st century phase of the revolutionfor diversity and inclusion.

While organizations have become increasingly diverse, the mix of individuals in business leadership does not yet mirror the mix of individuals in society.One of the key challenges of the next decade is to help managers learn how to turn their organizations’ differences into competitive strengths.

We declared our leadership on diversity and inclusion in 1999, when the Johnson School formed the office for women and minorities in business. Theonly leading business school with a dedicated diversity organization, we have recently renamed it the office of diversity and inclusion to reflect ourevolution of thought and action.

We are actively pursuing Pipeline for the 21st century, our four-pronged strategy that includes outreach to precollege and undergraduate students,targeted recruiting of women and minorities, cultivation of a climate of inclusion and dissemination of knowledge on critical diversity issues.

Our primary focus, to date, has been recruiting a diverse student body. Through alliances with corporate partners, we have developed several high-impact programs to attract women and minorities to the Johnson School, an effort that we are determined to expand.

The next immediate phases of the Pipeline call for: (1) A new diversity action group to expand our efforts to make the environment within the JohnsonSchool a model for inclusiveness; and (2) Attracting and hiring more women and minorities on our faculty and staff. Further out, we are consideringan initiative to create and disseminate new information to the business community about the issues and best approaches involved in creating diversework cultures. All of our aggressive efforts are aimed at adding to the pipeline of business leaders who are highly effective operating in increasinglydiverse workplaces.

The first three initiatives of our five-year plan focus on factors that directly and critically impact the quality of research and learning at the JohnsonSchool. Strategies four and five align our programs with the anticipated market for MBAs, provide financial support for our growth and directly builda positive perception of the school in the business and academic communities.

The Johnson School is in the process of completing the school’s new diversity mission statement. It will be published in late spring 2009.

How does your school’s leadership communicate the importance of diversity to your student body, faculty and administration?

Office of diversity and inclusionThe office of diversity and inclusion is among the nation’s first 1 percent of special offices in a business school dedicated to working with all schoolstaff, faculty and students to increase numbers of women and underrepresented minority students, to keep improving the school’s climate and toprovide leadership on issues of enhanced multicultural competency.

ODI communicates importance of diversity via emails, its website, meetings and trainings, etc.



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DEMOGRAPHIC INFORMATION

Please describe the demographics of your most recent entering class.

Percentage of female students: 39 percent

Percentage of minority students: 24 percent

White/Caucasian: 43 percentAfrican-American/Black: 4 percentHispanic/Latino: 3 percentAlaskan/American Indian: <1 percentAsian: 15 percentNative Hawaiian/Pacific Islander: <1 percentMiddle Eastern: Not reportedMultiracial: 1 percent

Average age of students: 27

Please describe the geographic diversity of your most recent entering class.

Percentage of U.S. citizens and permanent residents: 73 percent

Percentage of in-state and out-of-state students: In-state: 21 percent

Distribution of students from different U.S. regions:

Mid-Atlantic: 32 percentMidwest: 6 percentNortheast: 7 percentSouth: 4 percentSouthwest: 17 percentWest: 6 percent

Please describe the selectivity of your school for the most recent application cycle.

Number of applicants: 2,664

Number of admits: 499

Number of matriculants: 272

Please describe the academic and employment backgrounds of your most recent entering class.

Average years of pre-MBA work experience: Five

Percentage of students coming from different industries pre-MBA:

Consulting: 13 percentEducation: 5 percentFinancial services: 27 percentGovernment: 6 percentManufacturing: 14 percentMedia/entertainment: 1 percentNonprofit: 1 percentPharmaceutical/biotechnology/health care products: 3 percentReal estate: 2 percentTechnology: 3 percentOther: 25 percent



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Percentage of students who studied different undergraduate disciplines:

Humanities: 11 percentSocial science: 14 percentScience: 10 percentBusiness/commerce: 31 percentOther major/field of study (including economics and engineering): 34 percent

Please provide student employment information for the most recent graduating class.

Class of 2008

Average starting salary: $100,700

Percentage of students entering different industries:

Consulting: 23 percentConsumer products: 10 percentFinancial services: 45 percentManufacturing: 18 percentPetroleum/energy: 4 percent

Percentage of students working in different functions:

Consulting: 20 percentFinance/accounting: 45 percentGeneral management: 9 percentInformation technology: 17 percentOther: 9 percent

Major recruiting companies:

Accenture (PKA Andersen Consulting)American Express Bain & Company Booz, Allen & Hamilton Citigroup Deloitte Consulting LLCDeutsche BankGeneral Electric CompanyIBM Corporation Johnson & Johnson J.P. Morgan ChaseMcKinsey & Company Merrill Lynch & Co., Inc. Procter & Gamble UBS



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